Acquiring talent is perhaps the most crucial challenge for modern HR departments. Today, it's not just about occasionally finding suitable employees – it's about regularly and strategically reaching, engaging, and exciting true top talents for your company. Traditional recruitment methods are reaching their limits. More creative, targeted, and innovative recruiting strategies are needed.
As a provider of talent management software (Sprad), we've supported many companies in their recruiting efforts and have identified and implemented several highly effective and innovative recruiting strategies over the years. We want to introduce you to six particularly effective strategies that will help you specifically target and successfully attract top talents to your company.
1. Modernize and Make Employee Referrals Transparent
Referral programs are not new, but quality makes the difference in their implementation. For referrals to be truly effective in recruiting, they must be transparent, simple, and attractive. Many of our clients have found that they can successfully fill up to 40% of their new hires through referrals when the program is designed correctly. The following practices have proven particularly helpful:
- Transparent digital platform where employees can track their referrals in real-time.
- Attractive bonuses that are easily attainable yet motivating for employees.
- Targeted information about sought positions, including profile guidelines.
Our Sprad employee referral feature is designed precisely for this purpose: it significantly reduces the effort for your employees when making referrals and provides clear processes and immediate success feedback to all involved.
Concrete Steps to an Outstanding Employee Referral Program:
- Communicate openly about which positions need to be filled – ideally through a central online platform.
- Provide clear incentives and ensure they are attractive yet realistic.
- Make the status of each referral transparent and traceable for employees at any time.
2. Conduct Data-Driven Drip-Recruiting Campaigns
Attention is limited. Drip-recruiting describes campaigns where candidates or employees are regularly addressed and informed through several time-delayed touchpoints. We have seen firsthand that companies implementing drip-recruiting campaigns achieve significantly higher participation rates in referrals.
Key Features of a Successful Drip-Recruiting Campaign:
- Automated sending of reminders and updates about open positions via email or messaging platforms.
- Highlighting incentives, rewards, and success stories.
- Targeted personalization for group segments (such as departments and skill groups).
3. Build and Actively Maintain Talent Communities
Many of our clients report outstanding success with so-called talent communities. Here, they pool potential candidates to build and strengthen direct relationships. Actively maintaining these communities means regularly offering added value with relevant content.
Examples of How We Personally Design Successful Talent Communities:
- Sending regular and relevant newsletters about career development, industry news, and valuable resources.
- Targeted invitations to exclusive recruiting events.
- Establishing authentic exchange within the community: Our authentic content creates genuine interaction.
4. Reactivate and Excite Former Applicants (Re-Engagement)
Just because a talent didn't fit or declined in the past doesn't mean it's permanent. Experienced HR teams know: candidates evolve. A talent pool of former candidates allows for targeted re-engagement when suitable positions become available.
"From the client's perspective, we repeatedly see how effective a short email for targeted re-engagement is, often creating a second chance – with great benefits for both sides."
What Works Particularly Well in Re-Engaging Talents:
- Specific reference to previous contact, including concrete job features.
- Direct, authentic approach with personal address.
- Short and crisp: meaningful call-to-action ("Apply Now").
5. Build and Strategically Use an Alumni Network
Former colleagues – your company's alumni – are often an underestimated source for recruiting. In fact, many employees return to previous workplaces during their careers, provided the relationship remains intact.
Successful Methods to Optimize the Use of Alumni Networks:
- Organize regular alumni events or virtual meet-ups to keep the contact alive.
- Send newsletters with company news and specific job offers.
- Make alumni-specific return programs clearly visible and promote them strategically.
6. Expand Reach Through Customer Communication (Email Footers)
An underestimated but surprisingly effective lever lies in everyday customer communication. Some of our clients were particularly positively surprised by the success of this strategy: they simply use the numerous existing customer emails for small hints about open positions in the email footer.
Best Practice for Recruiting Through Customer Communication:
- Clear positioning of job ads in the email signature.
- Direct navigation to an informative career page.
- Regularly adjust email signatures to current recruiting goals.
FAQ: Frequently Asked Questions About Innovative Recruiting Strategies
Why Should Companies Use Innovative Recruiting Methods?
Innovative methods generate higher attention, engagement, and stand out from competitors. They make your company more attractive and help to specifically reach suitable talents.
How Effective Are Employee Referrals Really?
Properly implemented referral programs can cover up to 40% of all new hires and reduce recruiting costs by up to 25%. Referrals typically result in faster onboarding times and better employee retention.
What Role Do Talent Communities Play in Recruiting?
Candidates built through talent communities already have a relationship with your company. Therefore, they respond faster and more positively to job offers in practice. Talent communities significantly shorten the time-to-hire.
Are Alumni Networks Only Useful for Large Corporations?
Not at all. Smaller companies, in particular, benefit from a well-maintained alumni network, as they can specifically access proven employees as potential returnees.
We have personally successfully implemented each of these six strategies and see daily how customers benefit from their implementation. By strategically using these recruiting strategies, your HR department not only secures the best talents for your organization but also a long-term competitive advantage. Try it out and feel the difference directly in your next recruiting process!
Jürgen Ulbrich
Jürgen Ulbrich has more than a decade of experience in developing and leading high-performing teams and companies. As an expert in employee referral programs as well as feedback and performance processes, Jürgen has helped over 100 organizations optimize their talent acquisition and development strategies.
